Editorial Board   Guest Author

Mr. Bullock

Pope Bullock

Principal, Cooper Carry

Pope Bullock joined Cooper Carry in 1981 and was named a Principal in 1988 and vice president 1992. He served as executive vice president from 1998 to 2008. Mr. Bullock is the founding principal of the hospitality studio. His works have earned numerous awards including five design awards from the American Institute of Architects; three Awards for Excellence in 1983, 1987, and 1995, for hotel projects, and two of Merit, including his work on the Emory University Mathematics and Science Center in 2002. Mr. Bullock has also been a contributor in numerous publications including The New York Times, The Atlanta Business Chronicle, and Hotel Business. His expertise and vast range of experience have allowed him to play a key role in various projects involving hospitality, corporate, office, retail, as well as mixed use. Mr. Bullock is a member of several organizations including the AIA, Urban Land Institute (ULI), and the National Council of Architectural Registration Board (NCARB). He has served as member, vice president, and president of the Georgia State Board of Architects, and the Auburn University School of Architecture Advisory Board and the Dean's Excellence Committee at Auburn University. Mr. Bullock is also a member of the Society of Architectural Historians, has bachelor's degrees in science and architecture and from Auburn University, and is registered to practice in 18 states.

Mr. Bullock can be contacted at 404-240-9506 or popebullock@coopercarry.com

Coming up in March 2019...

Human Resources: An Era of Transition

Traditionally, the human resource department administers five key areas within a hotel operation - compliance, compensation and benefits, organizational dynamics, selection and retention, and training and development. However, HR professionals are also presently involved in culture-building activities, as well as implementing new employee on-boarding practices and engagement initiatives. As a result, HR professionals have been elevated to senior leadership status, creating value and profit within their organization. Still, they continue to face some intractable issues, including a shrinking talent pool and the need to recruit top-notch employees who are empowered to provide outstanding customer service. In order to attract top-tier talent, one option is to take advantage of recruitment opportunities offered through colleges and universities, especially if they have a hospitality major. This pool of prospective employees is likely to be better educated and more enthusiastic than walk-in hires. Also, once hired, there could be additional training and development opportunities that stem from an association with a college or university. Continuing education courses, business conferences, seminars and online instruction - all can be a valuable source of employee development opportunities. In addition to meeting recruitment demands in the present, HR professionals must also be forward-thinking, anticipating the skills that will be needed in the future to meet guest expectations. One such skill that is becoming increasingly valued is “resilience”, the ability to “go with the flow” and not become overwhelmed by the disruptive influences  of change and reinvention. In an era of transition—new technologies, expanding markets, consolidation of brands and businesses, and modifications in people's values and lifestyles - the capacity to remain flexible, nimble and resilient is a valuable skill to possess. The March Hotel Business Review will examine some of the strategies that HR professionals are employing to ensure that their hotel operations continue to thrive.